Grievance Handling

 

Grievance Handling

 

Figure 01: (Anon., 2019)

 

 

 

Employees in many organizations throughout the world are diverse in terms of age, gender, country, ethnicity, and religious background, necessitating an organized approach to managing or solving problems. This is because when a person is dissatisfied, communication becomes sluggish, and misunderstandings are more likely to occur, resulting in a loss of morale and productivity on the part of the individual and, ultimately, the business as a whole. Grievances are raised by a specific group of employees in response to supervisory behavior (Bemmels & Resyef, 1991).

Importance of Grievance Handling

A complaint is frequently merely a symptom of a larger issue. Workers, management, trade unions, and the work environment are all affected by this problem. As a result, an organization’s personnel administrator should investigate the contents of the complaints and choose the best way for resolving them. The grievance procedure is the name given to the mechanism for resolving grievances. The grievance redressed procedure is a mechanism for resolving complaints to the satisfaction of trade unions, employees, and management. This technique is necessary for the establishment and maintenance of positive labor-management relations as well as a high level of efficiency in the company.

Good grievance redressing machinery is also necessary for sustaining strong workplace morale and a code of discipline. A well-defined grievance procedure is necessary because it ensures that complaints are handled consistently.

Types of Grievances

There are three types of grievances. They are legitimate, imagined, and political grievances. Legitimate grievances occur when there is a reasonable cause to think that there has been a contract violation. Imagined grievance means a complaint without merit. Political grievances are most common before contract negotiations, union elections, and in situations when the employer and employees have strained relationships.

Causes of Grievances

Grievances can arise owing to a variety of causes. Some of the causes are, change of work time/place without consent, work hazards and unpleasant conditions, promotions and transfers, training and development, performance appraisals, act against past practices, and sexual/ verbal harassment.

Grievances Handling Procedure

 

Figure 02: (Anon., 2018) 

Conclusion

An employee can submit a grievance with their employer if they believe they have been harmed, whether it is due to an unfair paycheck, a difficult job, or sexual harassment. This is a formal complaint procedure with rules that the investigator must follow in most cases. Procedures and rules range from one company to the next. Grievance processes are frequently laid out in contracts and must be followed.

References

Anon., 2018. What Makes a Good Grievance Procedure?. [Online]
Available at: http://www.darzin.com

Anon., 2019. The five-step grievance handling procedure. [Online]
Available at: http://www.castleassociates.org.uk

Bemmels, B. & Resyef, Y., 1991. The Role of Supervisors, Employees and Stewards in Grievance Initiation. Industrial and Labour Relations Review, pp. 15-31.